Exam Emphasis
Other AA Issues (1)
Affirmative Action (3)
Affirmative Action Effectiveness (1)
Ego Defenses to Discrimination (1)
How Does Prejudice Affect People (1)
Beyond Stereotyping to Collaboration (2)
The Melting Pot Approach (1)
How Does Prejudice Affect
People?

Effects of Rejecting Others




Develop a more negative outlook on life - judgmental
You feel despised by others just as you despise them
Less time to enjoy life and be open to new experiences &
diverse people
Effects of Being Rejected


Constantly receive messages you’re inferior
Develop ego defenses
Ego Defenses to Discrimination

Person who strikes outward
• Obsessive concern, suspicion
• Slyness, cunning
• Clannishness
• Prejudice against other groups
• Aggression, rebellion
• Competitiveness
• Trying harder
Ego Defenses to Discrimination

Person who strikes inward
• Self-dislike
• Denial of own group
• Withdrawal, passivity
• In-group aggression
• Symbolic status striving
• Clowning
• Sympathy with all victims
How Does Discrimination
Affect Employees?

Recruitment practices


Screening practices - good predictors of job success?


i.e. degrees, experience, required tests, clean arrest records
& good credit
Terms & conditions of employment


Are ads placed in minority publications for all positions?
Are all employees, regardless of sex or ethnicity earning
approximately the same?
Tracking & job segregation


Do those in all jobs have the chance to train for
advancement?
Are women & minorities clustered in less influential jobs?
How Does Discrimination Affect
Employees?

Performance evaluation


Promotion practices


Are decisions colored by stereotyped expectations
Stereotyped views of women & minorities
reinforce the glass ceiling
Glass ceiling barriers

Men to be comfortable among their own kind
How Does Discrimination Affect
Employees?

Unequal treatment




Failure to recommend minorities for promotion
Expectation that minorities must work harder to
compensate for deficiencies
Ignoring or denying discrimination is negligence,
subject to lawsuit
Layoff, discharge and seniority practices
The Melting Pot Approach

Recognizing the Melting Pot Myth in a
Company


How the Melting-Pot Myth Affects
People of Color & Women


Ignore or eliminate differences, ”they” should do it
“our” way, “they” must learn how to fit in (become
us)
They feel that they must deny their culture to
blend in
Major Problems with Melting-Pot Myth

Looking different excludes you, stifles innovation,
avoids problem recognition
Equal Employment Opportunity

Employee must initiate complaint


Gives employees a direct way to deal with
job discrimination – difficult to prove
Can receive money for damages – must
prove malicious, illegal behavior that
resulted in undue stress
Affirmative Action

Requires employers to take action to bring in
under-represented groups of people into
better jobs


Students, Government Contractors, Corporate
Employees
AA principles





Discrimination is entrenched
Hiring Quotas Are Illegal
AA Never Dictates Lower Standards
AA Stigma Is Manageable
AA Is Not Reverse Discrimination
Affirmative Action Effectiveness


AA in the 70’s
 Effective because of power to impose penalties
 Boosted the careers & economic status of
minorities & women
 Business suffered no loss of productivity
AA undermined but retained in 80’s
 Plan for diversity, against internal forces
 Long-term goals of some HR planners
 Hedge against changing government regulation
 Companies acquired talented labor for a bargain
Other AA Issues

Major problem of AA
Generated major resentment & backlash
Problems Implementing AA
 Poor HR Planning
 Focus on hiring minorities that “fit in”
 Weak, Infrequent Penalties



Bottom Line: AA is Still Essential
 95% of Top Managers are Euro-American Men
 They are Paid 25% More at All Levels
Valuing Diversity Approach

Moving Beyond Tolerance to Appreciation of
Diverse Persons



Recognize opportunity for innovation, networking,
marketing savvy, and similar assets
Focus on changing attitudes through education
An Inclusive Multicultural Approach


More action oriented - find ways to shift the
corporate culture to become more diverse, and
multicultural
Provides a supportive, nurturing environment for
all employees
Moving Beyond Stereotyping to
Collaboration

Understand How Prejudice Effects Performance




Understand the Life Experience of Diverse
Employees



Trust
Employee Motivation
Employee Productivity
Typical life experiences
Typical internal barriers
Understand the Type of Contact that Heals Prejudice



Superficial Contact
True Acquaintance
Collaboration
Promoting Collaboration







Promote Tolerance
Be a Role Model
Value Empathy
Promote Trust & Goodwill
Encourage Collaboration
Work Toward Synthesis
Create Synergy
Implementing Collaborative
Strategies









Get in Touch with Prejudiced Beliefs & Feelings
Open your Mind to Other Viewpoints & Listen
Support Equal Opportunity Measures
Express Respect & Appreciation
See Mutual Respect as Mutual Self-Interest
Open up to Intuition & Empathy
Build Trust
Pursue Multicultural & Diversity Education
Work with diverse People toward Common Goals